Predictive Index Behavioral Assessment

PI Behavioral Assessment is utilized once we identify an applicant that we'd like to move forward with. It's used as one of our first steps to see if the applicant would be a good fit for our culture, as well as for the position/department they are applying for. Everyone gets their PI placard on their first day with an overview of how to read their results. We also offer a learning and development workshop a few times a year to really dive into what results mean.

The PI is used in the interview process at Benco - this is where our candidates/associates first see the assessment. It is then discussed in great detail in our New Hire Orientation program, where we give our new associates a good understanding of the assessment, why we use it and why it is important to our organization. The PI is something that we have ingrained in our culture.

We use the PI for a variety of situations. We use it as a part of our recruiting for hard-to-find niche positions, as development for teams and coaching for individuals. We use it for all parts of our company. We have had success with the insight it provides for individuals, and the vast majority of people receiving the feedback from the assessments feel it's spot-on. They love that the assessment takes less than 10 minutes, so it's an easy sell for a reluctant, busy employee. The only downfall I would say about the assessment is the standard reporting can feel a bit "canned". I've had some users say the report was 100% accurate to them and some claim 85%. Those saying 85% feel the PI was entirely accurate when I debrief them specifically on the graphs provided.

PI is used for interpersonal awareness, team dynamics, job fit, leadership development, conflict resolution and team building. We primarily use it for our corporate, management and guest service populations. PI ensures that we are placing the right people in the right positions. It also has created a common language so conflict resolution happens in a quicker and more comfortable manner. We have targeted development conversations using PI that have proven to develop our managers faster and more effectively.

In our company we use the Predictive Index in our hiring process to ensure a good job fit. We also use it in enhancing team dynamics and productivity. Most recently, it is becoming an initial focal point in our succession planning process. Not only will the PRO help us define those behaviors and skillsets needed most in a position, but it will give us another tool for evaluating potential successors and in creating the development opportunities needed for those successors to be ready when we have change in our organization.